The Social Psychology of Organizations.

Complementing prior quantitative and qualitative reviews of the leadership literature, we conduct a bibliometric analysis of leadership articles. Our bibliometric review provides a different perspective by portraying the landscape and developmental trajectory of leadership research over time via co-citation and co-occurrence analyses. Using a scientific visualization tool CiteSpace and 6528 leadership works collected from the Web of Science database from 1990 to 2017, we detect and visualize the landscape of leadership research and track how this landscape has evolved. After mapping the landscape, we discuss the insights gleaned from our bibliometric review, with a focus on open questions, future research directions, and implications. In doing so, our review provides readers with a systematic understanding of the development of the leadership field and a roadmap to spark leadership research and move this literature forward.

Visualizing the landscape and evolution of leadership research

(How) Do work placements work? Scrutinizing the quantitative evidence for a theory-driven future research agenda

Employees' perceived job performance, organizational identification, and pro-environmental behaviors in the hotel industry

Drawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker-referenced justice and support on newcomer role clarity and social integration. The findings of a three-wave study of 219 French newcomers show that although institutionalized tactics strengthen the positive indirect effects of supervisory interpersonal and informational justice on role clarity, via perceived supervisor support, it also acts as a substitute that weakens the positive indirect effect of coworker-referenced interpersonal justice on social integration, via perceived coworker support. Implications of the findings for socialization research and practice are discussed.

Synergy or substitution? The interactive effects of insiders' fairness and support and organizational socialization tactics on newcomer role clarity and social integration

We examine changes in organizational identification among 1,346 newcomers at critical milestones during their first year. Integrating the social identity approach with the literature on psychologic...

Newcomer Identification: Trends, Antecedents, Moderators and Consequences

This paper synthesizes the literatures from the organizational learning and knowledge management fields Two distinct epistemological traditions are identified and the literature under each tradition is synthesized separately Epistemology of possession considers knowledge as an object that can be codified, stored, retrieved and applied to achieve organizational outcomes The practice-based-perspective of knowledge assumes knowledge as an integral part of doing and as something that cannot be distinct from the process of learning The major contribution of this paper is to present an integrated model of organizational learning synthesizing the frameworks of Kolb, Crossan et al and Nonaka

A Synthesis of Organizational Learning and Knowledge Management Literatures

This study examines changes in organizational and professional identifications during the early socialization of newcomers. Little is known about how social identifications change and the factors that cause these changes. This research tries to fill this significant gap in theory since research related to the early socialization of newcomers is rare. This longitudinal research uses data from 365 newcomers in an Indian IT services organization over their early-socialization journey consisting of organizational orientation and technical training. The changes in the social identifications as well as the relationships with perceived organizational prestige and professional motivation are explored through this data. Using hierarchical regressions this study shows that increase in perceived organizational prestige is related to increase in organizational identification, professional motivation is positively related to changes in professional identification and increase in organizational identification is related to an increase in professional identification. These findings provide new insights to researchers on the dynamics of multiple social identifications, while informing practitioners about improving identification through higher focus on mentoring and organization-specific activities during the socialization of newcomers.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID2230282_code1923320.pdf?abstractid=2230282&mirid=4

Changes in Organizational and Professional Identifications during Socialization of Newcomers

The essence of a successful job is for an employee to be engaged in performing meaningful tasks. It may not be desirable for the employee to be engaged in tasks which are not valued or to be without any tasks. The impact of “idle time”, a period where there is no meaningful task assigned to the employee, is relatively under-researched in spite of its significance. The current study uses longitudinal data from a total of 304 newcomers in an Indian information technology services organization during their early socialization. The data shows a marked decrease in the employees’ psychological contract fulfilment and in organizational identification, as well as a decrease in perceived organizational prestige, during the period of the study. Further, the study shows that the decrease in psychological contract fulfilment was highly significant in the employees who were idle. These findings highlight the criticality of idle time on newcomers’ initial attitudes.

The Devil's Workshop? A Look at the Impact of Idle Time on Newcomers’ Perceptions

Though it is well accepted that employees have multiple identities which change over time, little is known about how organizational identification changes and the factors that cause these changes. The study reported in this paper examined the dynamic relationships of organizational identification with psychological contract breach, and perceived organizational prestige during the period of early socialization of newcomers in an organization. This longitudinal research used data from 1346 newcomers in an Indian IT services organization over their early-socialization journey consisting of organizational orientation, technical training and initial project work. Using random coefficient modelling and regression analyses the study shows that change in psychological contract breach is significantly related to change in organizational identification and change in perceived organizational prestige is significantly related to change in organizational identification. The study also shows that psychological contract breach change and perceived organizational prestige change impact organizational identification changes independently. These findings provide new insights to researchers on the lesser known dynamics of organizational identification, psychological contract breach and perceived organizational prestige, while informing practitioners about improving identification through higher focus on fulfilling psychological contracts, and maintaining the perceived prestige of the organization.

Srinivasan Tatachari

Papers

Newcomer Identification: Trends, Antecedents, Moderators and Consequences

A Synthesis of Organizational Learning and Knowledge Management Literatures

Changes in Organizational and Professional Identifications during Socialization of Newcomers

The Devil's Workshop? A Look at the Impact of Idle Time on Newcomers’ Perceptions

Dynamics of Organizational Identification, Psychological Contract Breach and Prestige During Early Socialization